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This study examines how leaders’ narcissistic rivalry (LNR) affects the in-role performance (IRP) and proactive customer service performance (PCSP) of employees in the hospitality industry. Specifically, this study investigates the mediating role of psychological distress and the moderating role of locus of control (LOC) in the aforementioned relationships.

This study administered a multi-wave, multi-source questionnaire survey with 323 employees working in 11 full-service hotels in China. Statistical analyses were performed using the PROCESS macro in SPSS 26 software and structural equation modeling using Mplus 8.3 software.

The authors' results suggest that LNR can negatively affect hospitality employees’ IRP and PCSP and that these relationships are mediated by psychological distress. Additionally, the impact of LNR on psychological distress can be lessened by internal LOC.

This study contributes to the literature on leader narcissism by investigating how LNR affects IRP and PCSP among hospitality employees. Drawing on conservation of resources theory, this study also identifies a novel mediating mechanism (psychological distress) connecting LNR to hospitality employees’ service outcomes. Furthermore, this study reveals the moderating role of LOC in the relationship between LNR and psychological distress.

This study examines the impact of perceptions of coworkers’ developmental i-deals on employees’ pro-organizational (POV) and self-interested voice (SIV) behaviors in high-tech companies, exploring the mediating role of perceived relative deprivation and the moderating role of psychological entitlement in these relationships.

The study conducted a multi-wave, multi-source questionnaire survey among 409 employees in China. Statistical analyses were conducted using AMOS 22 and the PROCESS macro in SPSS 26.

The results suggest that perceptions of coworkers’ developmental i-deals decreased employees’ POV behaviors and increased SIV behaviors through focal employees’ perceived relative deprivation. In addition, employees’ psychological entitlement reinforced the effects of perceptions of coworkers’ developmental i-deals on employees’ perceived relative deprivation.

Utilizing relative deprivation theory, this study discovered a new mediating mechanism (i.e. perceived relative deprivation) that links perceptions of coworkers’ developmental i-deals to focal employees’ POV behaviors and SIV behaviors. In addition, this study also revealed the moderating role of psychological entitlement in the relationship between perceptions of coworkers’ developmental i-deals and the focal employee’s relative deprivation.